EEO management plans and data collection

Equal employment opportunity (EEO) management plans

To achieve the objects of Part IX of the EO Act public authorities are required to prepare and implement an EEO management plan as outlined in section 145 of the EO Act. Public authorities can meet their obligations under the EO Act either through a standalone EEO management plan or an integrated workforce and diversity plan.

In accordance with section 145 of the EO Act, management plans must include the following provisions:

  • a process for the development of EEO policies and programs
  • strategies to communicate EEO policies and programs
  • strategies to evaluate EEO policies and programs
  • methods for the collection and recording of workforce diversity data
  • processes for the review of personnel practices to identify possible discriminatory practices
  • goals and targets to determine the success of the EEO management plan
  • a process to review and amend the EEO management plan
  • the delegation of implementation, monitoring and review responsibilities.

All public authorities are to provide copies of their EEO management plans and any amendments of such plans to the DEOPE. As at 30 June 2016, 81 public sector entities and 136 non-public sector authorities held current EEO management plans. These figures represent 82.8 per cent of the 262 public authorities which fall within the scope of section 145 of the EO Act.

Table 1: Breakdown of types of EEO management plans in public authorities




Full plan



Current plans

Public sector entities





Non-public sector authorities










Source: Plans recorded by the Office of the DEOPE

As at 30 June 2016, 112 (42.7 per cent) public authorities had full EEO management plans in place (includes those authorities who have integrated workforce and diversity plans) and 150 public authorities (57.2 per cent) had checklists.

Many non-public sector authorities accessed the EEO management plan template—developed to assist them to reduce their reporting obligations. Use of this template by local governments helped to achieve a 'currency rate' of 86.9 per cent for EEO management plans.

During the reporting period the DEOPE provided advice and assistance to public authorities on the development and implementation of EEO management plans through telephone and face-to-face consultations as part of core business.

EEO data collection

Each year the DEOPE collects EEO data from public authorities through an annual survey and for public sector entities (including the non-public sector authorities of the Police Force and electorate offices) through a quarterly data submission process called Human Resource Minimum Obligatory Information Requirement (HRMOIR). These processes fulfil the obligation of public authorities to report data to the DEOPE under section 146 of the EO Act.

Collecting and understanding workforce trend information helps the DEOPE to identify and report on key workforce and diversity issues across the public sector.

The data collection period for this annual report was April 2015 to March 2016. As at 30 March 2016, the DEOPE received EEO data from:

  • 102 public sector entities
  • 138 local governments
  • four public universities
  • 19 other authorities (including government trading enterprises, the Police Force and electorate offices).

Figure 1 below provides a graphical representation of the total employee numbers within each category of public authority reporting to the DEOPE, which in the reporting period was comprised of a total of 200 974 employees across all public authorities, with 137 371 in the public sector. Appendix B provides a list of public authorities reporting to the DEOPE.

Figure 1: Total number of employees reporting to the DEOPE 2015/16

Local governments (24 331); Public universities (22 832); Public sector entities (137 371); Other authorities, for example, government trading enterprises, the Police Force and electorate offices (16 440)

Source: EEO surveys and HRMOIR

Page last updated 15 September 2016